Perceived organizational silence climate and turnover intention: indirect associations through learned helplessness, psychological withdrawal, and job burnout.

This study analyzed how the perceived organizational silence climate held by members of digital platform service organizations is related to turnover intention through learned helplessness, psychological withdrawal, and job burnout. The perceived organizational silence climate is defined here as an individual-level psychological climate perception: the degree to which an individual employee perceives that a belief is prevalent within the organization that raising problems or expressing opinions is of no use or may lead to disadvantages. A cross-sectional online survey was conducted with 346 employees working at digital platform service firms in South Korea. After the validity of the measurement model was examined through confirmatory factor analysis, the relationships among the variables were analyzed using latent-variable structural equation modeling, and the model-implied indirect associations were estimated with bias-corrected bootstrap confidence intervals based on 5,000 resamples. The results showed that the perceived organizational silence climate was positively associated with learned helplessness, psychological withdrawal, and job burnout. All three variables were also positively associated with turnover intention. Each model-implied indirect association through learned helplessness, psychological withdrawal, and job burnout was statistically significant, whereas the direct association was not. Pairwise comparisons of the three specific indirect associations were not statistically significant, indicating that the three pathways could not be distinguished in magnitude. These findings extend the focus of organizational silence research from individual silence behavior to employees' perception of the organizational silence climate and test, within a single parallel mediation model, the cognitive, behavioral-relational, and affective pathways that connect the organizational silence climate to turnover intention. The findings further suggest that, to manage turnover intention, it is necessary to diagnose employees' perceptions of both the futility and the riskiness of voice and to improve organizational environments in which the usefulness of expressing opinions is perceived to be low or the possibility of disadvantage is perceived to be high. The data are cross-sectional and were collected from a single source. The estimates reported here therefore describe associations rather than causal effects, and the model-implied indirect associations require confirmation in longitudinal or multiwave designs.